Senior Specialist, Talent Acquisition Recruiter

Sr. Specialist, Talent Acquisition

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  Manage full life-cycle recruiting for Operations, Engineering and R&D, and other roles as needed across multiple locations.

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  Partner with hiring managers to define role requirements, timelines, and competencies; set expectations based on market conditions.

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  Source and engage passive candidates using job boards, social networks, databases, web mining, and non-traditional channels.

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  Build and maintain talent pipelines for high-volume and technical roles to support future workforce needs.

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  Review applications, conduct screens, coordinate interviews, and manage candidates through all hiring stages.

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  Ensure data accuracy and process discipline within Workday and other recruiting tools.

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  Provide regular communication and progress updates to hiring managers, HR partners, and TA leadership.

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  Deliver a high-quality candidate experience through timely communication and professional engagement.

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  Participate in TA projects focused on process enhancement or scaling support for business growth.

Required Skills & Competencies

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  Strong sourcing/hunting capabilities with experience recruiting in high-volume or technical environments.

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  Proven ability to partner with and influence hiring managers to drive aligned decisions.

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  Solid understanding of ATS platforms (Workday preferred) and modern sourcing tools.

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  Ability to work in a fast-paced, dynamic setting with strong prioritization and time management skills.

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  Excellent verbal, written, and interpersonal communication skills.

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  Problem-solving skills with the ability to assess candidate markets and provide insights to hiring teams.

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  Bachelor’s degree preferred; prior corporate recruiting experience required.

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  Knowledge of the chemical, plastics, or semiconductor industry is a plus.

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  Ability to anticipate hiring constraints and develop solutions proactively.

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  Comfortable navigating complex or changing business demands.

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  Strong consultative skills with the ability to influence hiring managers.

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  Demonstrates judgment in balancing business urgency with quality of hire.